THE IMPACT OF EMPLOYEE DISCIPLINE ON ORGANIZATIONAL PERFORMANCE (A STUDY OF I.T.C OWERRI)
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TITLE PAGE
BY
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--/H2013/01430
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APPROVAL PAGE
This is to certify that the research work,"the impact of employee discipline on organizational performance (a study of i.t.c owerri)"by ---, Reg. No. --/H2007/01430 submitted in partial fulfillment of the requirement award of a Higher National Diploma on --- has been approved.
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DEDICATION
This project is dedicated to Almighty God for his protection, kindness, strength over my life throughout the period and also to my --- for his financial support and moral care towards me.Also to my mentor --- for her academic advice she often gives to me. May Almighty God shield them from the peril of this world and bless their entire endeavour Amen.
ACKNOWLEDGEMENT
The successful completion of this project work could not have been a reality without the encouragement of my --- and other people. My immensely appreciation goes to my humble and able supervisor mr. --- for his kindness in supervising this project.
My warmest gratitude goes to my parents for their moral, spiritual and financial support throughout my study in this institution.
My appreciation goes to some of my lecturers among whom are Mr. ---, and Dr. ---. I also recognize the support of some of the staff of --- among whom are: The General Manager, Deputy General manager, the internal Auditor Mr. --- and the ---. Finally, my appreciation goes to my elder sister ---, my lovely friends mercy ---, ---, --- and many others who were quite helpful.
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This research work “The Impact of Employee Discipline on Organizational Performance of x-ray the impact of employee discipline on the performance of organization, ITC in specific. It is also meant to provide a bridge for undivided and non-segregated knowledge of management of employee discipline in organizations. Employees are employed with different characters and efficiency, employee discipline has to be introduced to channel all the various behavior towards achieving the organizational objectives. Using a simple random sampling, a sample size of 52 was drawn from a population of 60 staff. Research questions and hypothesis were formulated which guide the study. It was concluded that; I. Employee discipline does not influence employee’s performance. II. Employee discipline affects employee’s behavior. Conclusively, disciplinary procedures should be clearly defined, communicated and applied progressively. Managers ITC should prefer staff of tolerable educational qualifications; hence ignorance contributes to certain level of disciplinary actions and behaviours.
TABLE OF CONTENT
Cover page……………………………………………………………………………....i
Title Page………………………………………………………………………………….ii
Certification …………………………………………………………………………….iii
Dedication……………………………………………………………………………….iv
Acknowledgement……………………………………………………………………v
Abstract………………………………………………………………………………..vi-vii
CHAPTER ONE
- Background of the study……………………………………………....1-4
- Statement of the problem……………………………………………..5-3
- Purpose of the study………………………………………………………….6
- Research question……………………………………………………………..7
- Research hypothesis…………………………………………………………..8
- Significance of the study…………………………………………………….8
- Delimitation of the study…………………………………………………8-9
- Definition of term………………………………………………………………..9
CHAPTER TWO
2.1 Review of related literature……………………………………………….11
2.2 Meaning of discipline…………………………………………………….11-13
2.3 Principles guiding employee discipline…………………………13-18
2.4 Concept of discipline…………………………………………………………..19
2.5 Objectives of discipline………………………………………………….19-21
2.6 Approaches of discipline…………………………………………………21-23
2.7 Discipline process………………………………………………………………..23
2.8 Discipline process chart step …………………………………………23-26
2.10 Techniques for building effective………………………………….27-42
2.11 Merit and demerit of discipline ……………………………………42-44
CHAPTER THREE
3.0 Research methodology………………………………………………………..45
3.1 Design of the study…………………………………………………………….45
3.2 Population of the study………………………………………………………45
3.3 Source of data collection…………………………………………………….45
3.5 Sample of the study…………………………………………………………..47
3.6 description of the instrument used for data collection……..48
3.7 Validity of the instrument………………………………………………….48
3.8 Reliability of the instrument ……………………………………………..48
3.9 Method of data analysis…………………………………………………48-50
CHAPTER FOUR
4.1 Presentation and analysis of data………………………………….51-55
4.2 Test of hypothesis ………………………………………………………….56-61
CHAPTER FIVE
5.0 Summary, conclusion and recommendation………………………62
5.1 Summary………………………………………………………………………….62-63
5.2 Conclusion………………………………………………………………………..63-64
5.3 Recommendation………………………………………………………….64-65
5.4 Limitation of the study………………………………………………….65
Bibliography
Questionnaire
CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
The origin of discipline can be traced back to Heaven when
God discipline Satan and other fallen Angels for their pride and disobedience. Discipline came into view from certain training of the mind and character to produce self-control, habits of obedience etc. obedience is as a result of discipline which means that without control for obedience there would not be discipline.
Discipline means to cause the mind to obey. Employee discipline came into view because employees in the organization consist of people with diverse characters, thus there are good staff and bad staff. The good ones are identified on their conformity to the led down rules and regulations and commitment to the organization while the bad ones are noted for diverse negative attitudes and tendencies which they exhibit at work such as laziness, stealing, truancy, insubordination and lateness.
Moreover, these diverse negative attitudes pose a threat to the achievement of organizational goals and therefore require greater discipline and control. Even the good ones, discipline and control are also necessary to maintain their behavior and reassure them of the organization commitment to good conducts and improved performances. Employee discipline impacts heavily on organizational performance.
Also, in the context of Human resources management discipline is better appreciated as a means of causing discomfort or suffering to somebody for wrongdoing with the aim of preventing future occurrence of that particular behavior. (Agu, 2003:73).
It is not unusual for the personnel manager to think of indiscipline on the part of an employee when the employee fails to obey reasonable instructions from a well constituted authority. An employee will then be subjected to disciplinary action when he willfully commits a serious offence or crime against his employee. A disciplined employee is then one who exhibits high moral standards, seeks to become an important member of the organization, obeys reasonable instructions from his superior, committed to his tasks and protects the assets of his employer.
There are general stages that must be followed in implementing a disciplinary procedure in any organization. They are;
- Collection of facts on the subject matter of the
infringement that is preliminary investigations.
- Interview of the employees.
- Oral warning or written query.
- Defense by employee.
- Exoneration/penalty.
f. Trial of offending employee.
- Freed employee.
- Guilty employee.
Any organization wishing to achieve meaningful productivity must design a just and equitable discipline management system.
BRIEF HISTORICAL BACKGROUND OF IMO TRANSPORT COMPANY ITC LTD.
The Imo transport corporation was commissioned on the 24th of August, 1988 by the then military governor of Imo State commander Amadi Ikweche under the auspices of the Federal urban Mass Transit Programme (FUMTP) this programme was aimed at alleviating the transportation problem of the people which was occasioned in the death of committer vehicles (buses, cars). To ensure that LT.C is effectively managed the Imo State government decided to privatize it, thus' Imo Transport corporation was incorporated with the motto "put Imo on wheel". The ITC Logo is the map of Imo State on two wheels. The wheels show that ITC is out to transport Imo people in their intra-city, inter-city inter-state journeys which reflects the solemn pledge to pit Imo on wheels .
Imo transport corporation controls a lot of vehicles spread over the following services "intra-city, inter-city, service, vehicle recovery services, commercial maintenance services, and inter-state services, it has a large work force.
1.2 STATEMENT OF THE PROBLEM
It is obvious that an organizational workforce is made up of people of diverse backgrounds so disobedience and mistakes are inevitable. Employees are discipline when they so against organizational rules and regulations, like high rate of absenteeism, labour turnovers, accidents and sickness, low and faulty turnout, increasing wastages etc.
To that effect organizations experience failure in business, poor performance and low output level. When employees lack training of the mind and character to produce self control the organization is driven to sudden halt or sustain losses as a result of indiscipline.
Lack of discipline in organization has affected the
effectiveness and efficiency of organizational productivity and also the profitability.
- Therefore, this study attempts to note that lack of discipline lead to the following, Low productivity as a result of negligence
- Poor performance of employees
- High rate of absenteeism
- Insubordination of organizational objectives/waste of
resources
- Increased cost of production.
1.3 PURPOSE OF STUDY
The purpose of this study is to determine the impact of
discipline on organizational performance. This is geared towards achieving of the following;
- To determine the role of discipline on organizational
productivity.
- To evaluate the impact of discipline on the employee's performance.
- To measure the effect of discipline on the output level of the organization
- To determine the principle of discipline to be followed to ensure that there is peace in the organization.
- To determine if discipline has been responsible for the poor performance of workers.
1.4 RESEARCH QUESTIONS
Having states the problems as shown in the problem
statement, this study aims at identifying the effects of discipline to management efficiency in terms of productivity profitability and growth. Assumptions are made that all organizations irrespective of their locations and other environmental factors have similar characteristics, in view of this, the following fundamental questions are asked,
- What are the roles of employee discipline in
organizational productivity?
- What are the effects of discipline on employees
performance?
- How does discipline affects the output level of the
organization?
- Does discipline contribute to the poor performance of workers in the organization?
1.5 RESEARCH HYPOTHESIS
HYPOTHESIS I
Ho: Employee discipline does not influence employees' performance
Hi: Employee discipline influences employees' performance
HYPOTHESIS II
Ho: Employee discipline does not affect employees' behaviour.
Hi: Employee discipline affects employees' behaviour.
1.6 SIGNIFICANCE OF THE STUDY
The benefit of employees discipline on productivity efficiency aims at alerting the employees whose performance is considered low to improve his performance reminding the employees of the expected standards of behaviour and increasing the morale, motivation and performance. Organizations and others will benefit from this study in the following ways;
- It will help organizations to maintain peace, unity amongst the employees so as to have improved organizational performance.
- Students of business administration and management, human capital management will also find this useful as it will serve as a reference work for further research.
- It will also help the society at large to embrace discipline as a tool used to inculcate obedience and control in the life of citizens.
1.7 DELIMITATION OF THIS STUDY/SCOPE
The researcher's focus is on organization in Imo State and since the Nigeria economic environment is so vast and organizations operating in the economy are so numerous that they numbered almost in millions, Taking into consideration time and space of these agencies in the economy, it will not be possible for the researcher to visit all of them and produce effective study consequently, the student will be narrowed down to ITC LTD.
1.8 DEFINITION OF TERMS
- Goals: The objective or purpose that an individual group (such as business firm) or a society aspire to achieve.
- Productivity: Rate of output per man-hour of work- volume of output in relation to input.
- Discipline: It is a control gained by enforcing obedience.
- Employee: Any person who enters into a contract of employment to offer his labor
- Management: In this content, it means the top managers and decision makes in n organization.
CHAPTER FIVE
5.0 SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY
This study, the impact of employee discipline on organizational performance started from chapter one which reviewed the background of the study. The associated problems of the study were identified that lack of discipline leads to low productivity as a result of negligence, poor performance of employees, high rate of absenteeism, insubordination of organizational objectives/waste of resourced, increased cost of production. In an attempt it solve these problem the research formulated two relevant
hypotheses, thus;
- Employee discipline does not influence employees' performance.
ii. Employee discipline does not affect employees' behaviour after testing the hypothesis, it was
- discovered that; Employee discipline does not influence employees' performance.
- Employee discipline affect employees' performance Moreover, from research questions distributed and collected, it was found out that;
- The company is making a head way toward employee's discipline. Hence 56% respondent that the company is strict towards employee discipline.
- The nature of indiscipline formed in ITC was absenteeism because it had the highest frequency from table 4.3.
- The company uses corrective methods of disciplinary action towards employee which ensures position increases in the productivity of the organization.
5.2 CONCLUSION
The research concluded that; effective dlscipline is that discipline that is fairly exercised. Anugwom A. (2005:33). Effective discipline is that training which make punishment unnecessary for proper administration of discipline in the
- organization, there are principles that must be followed; Communication of rules
- Burden of proof
- Consistency of treatment.
For building effective discipline and efficient work force, the following have been found effective.
- Staff training and development
- Equitable reward system
- Careful selection of personnel
- Free and proper flow of communication
- Effective leadership
5.3 RECOMMENDATIONS
The following recommendations are made to correct deficient areas in the organization. Disciplinary processes should be clearly defined, communication and applied progressively beginning with verbal warnings for first offence, through written warnings (queries) for second offence, through suspension without pay for third offence and to discharge in extreme cases. This will enable ITC management to regulate workers' behavior as well as bring about safety of line and prudeve in the organization.
ii. Imo Transport company management should prefer drivers of a tolerate educational qualification; hence ignorance contributes to certain disciplinary action and behaviors.
iii. Employee should be incorporated in formulating disciplinary action as there is the tendency for them to obey rules that they participated in the formulation.
The researcher concluded that the above if applied can go a long way to improve on the structure presently in plan.
5.4 LIMITATION OF THE STUDY
The researcher encountered some difficulties in the course of carrying out this research work, notable among them include;
- The un-cooperation nature many respondents, many thought that the researcher had something to do with information given, considering their sensitive nature, other than for academic purposes. It is difficult for the researcher to collect data from the organization of the case study.
- Financial constraints also contributed immensely to limit the extent to which data are collected.
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